Comments - I won't take it anymore! (A sexual harassment victim's guide) - HR Daily Community2017-12-14T02:30:01Zhttp://community.hrdaily.com.au/profiles/comment/feed?attachedTo=6416275%3ABlogPost%3A73428&xn_auth=noExcellent advice. These poin…tag:community.hrdaily.com.au,2017-12-07:6416275:Comment:738062017-12-07T21:14:29.687ZBernard Keith Althoferhttp://community.hrdaily.com.au/profile/BernardKeithAlthofer223
<p>Excellent advice. These points could also be used in relation to workplace bullying.</p>
<p>I would also consider:</p>
<ul>
<li>Attending and completing all training that the organisation provides i.e. face to face, self paced, online etc</li>
<li>Taking a copy of the organisational policy and procedure if this is allowed by the organisation</li>
<li>Reading and making notes about the organisational policy and procedures, and in particular the resolution options (be aware that some policies…</li>
</ul>
<p>Excellent advice. These points could also be used in relation to workplace bullying.</p>
<p>I would also consider:</p>
<ul>
<li>Attending and completing all training that the organisation provides i.e. face to face, self paced, online etc</li>
<li>Taking a copy of the organisational policy and procedure if this is allowed by the organisation</li>
<li>Reading and making notes about the organisational policy and procedures, and in particular the resolution options (be aware that some policies will contain the Do Nothing option)</li>
<li>Look for covert and overt signs that sexual harassment is tolerated to the point of acceptance i.e. sending of jokes, display of photographs</li>
<li>Understand that performance management processes may used to address performance issues and that sometimes as a target, it will be your performance that is under the spotlight (unfortunately, some managers may not want to address causal factors i.e. the harassing behaviours that impact on performance because 1. they don't believe them 2. they don't know how to address the behaviours 3. they don't see it is their problem 4. they deny accountability and responsibility.</li>
</ul>
<p>As a former Sexual Harassment Referral Officer, it should also be noted that a support person may have to report issues involving official misconduct or misconduct and this in itself may impact on whether or not an individual will report sexual harassment or even bullying.</p>
<p>Whilst sexual harassment may not fall under health and safety legislation, there are health and safety implications with the potential for a target to suffer physical or psychological injuries (not to mention financial distress). Given that duty of care obligations extends to targets and alleged harassers (bullies), individuals need to be provided with training that helps them provide a proactive and reactive response to reduce the risk of becoming a target, and also in responding to incidents. In some organisations, Codes of Conduct may also provide an avenue that should be pursued in particular, about the need to treat people with respect and dignity. In my experience, training sessions gloss over this aspect.</p>
<p>It is difficult to call out behaviour when the workplace culture tolerates such behaviours to the point of acceptance and that by calling out such behaviours, one becomes labelled as a 'troublemaker' or 'not a team player'. However, that does not mean that the behaviour should not be called out. In fact, I would suggest that everytime an incident occurs, the behaviours needed to be addressed. </p>
<p>Reporting sexual harassment and even bullying may be a difficult process to go through. However, if no-one is prepared to take a stand, more people will suffer.</p>